Collection of Documents for PAHRDF
PAHRDF - Going the Distance: Running Coach
In every long distance run, no runner ever made it alone. The best runners always have help in their preparation because they know that to run in their best condition means to train hard and push themselves beyond their own limits, to challenge themselves to reach their goal. At every checkpoint of the run, milestones are reached for both the runner and the coach. These points represent the efforts of both individuals as they try to reach the end goal, the finish line.
PAHRDF - Training Resource Guidebook
PAHRDF provides a glimpse of its leading practices in WLP through the documentation of a few of its memorable learning interventions both inside and outside the classroom. The Guidebook is divided into three sections; Learning Methodologies, Workplace Coaching, and Document Templates.
PAHRDF – Capacity Development Model across Various Types Organisations
Since its commencement in 2004, PAHRDF has continuously sought to improve the processes, mechanisms, and HR/OD conceptual frameworks that support its LTT and STT interventions. This study on PAHRDF’s Capacity Development Model is envisioned to provide a meaningful and disciplined mapping of the underlying program theory that has guided the Facility’s capacity development initiatives from the stages of diagnosis, planning, implementation, monitoring and evaluation.
PAHRDF – Capacity Development Model for Large Institutions
Since its commencement in 2004, PAHRDF has continuously sought to improve the processes, mechanisms, and HR/OD conceptual frameworks that support its LTT and STT interventions. This study on PAHRDF’s Capacity Development Model is envisioned to provide a meaningful and disciplined mapping of the underlying program theory that has guided the Facility’s capacity development initiatives from the stages of diagnosis, planning, implementation, monitoring and evaluation.
PGAklan - Competency Dictionary 2016
PAHRODF has been assisting selected LGUs like PGA to ensure that their reform objectives could be achieved by providing interventions aimed at increasing the LGUs’ capability to manage and develop human resources through improved HRMD processes and systems. This assistance includes, among others, enabling the LGUs to develop a “pool of human resources who possess the necessary competencies in order that they can competently perform mandated functions, thus enabling the LGUs’ to deliver essential services and to meet their priority development directions”. The key step to capability building is the development of job competency models.
PGDavao - Competency Dictionary 2016
PAHRODF has been assisting selected LGUs like PGDN to ensure that their reform objectives could be achieved by providing interventions aimed at increasing the LGUs’ capability to manage and develop human resources through improved HRMD processes and systems. This assistance includes, among others, enabling the LGUs to develop a “pool of human resources who possess the necessary competencies in order that they can competently perform mandated functions, thus enabling the LGUs to deliver essential services and to meet their priority development directions”. The key step to capability building is the development of job competency models.
PGLanao - Competency Dictionary 2016
PAHRODF has been assisting selected LGUs like PGLDN to ensure that their reform objectives could be achieved by providing interventions aimed at increasing the LGUs’ capability to manage and develop human resources and improved HRMD processes and systems. This assistance includes, among others, enabling the LGUs to develop a “pool of human resources who possess the necessary competencies in order that they can competently perform mandated functions, thus enabling the LGUs to deliver essential services and to meet their priority development directions”. The key step to capability building is the development of job competency models.
